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boost the bottom line

that working flexibly, virtually, or in a high-commitment work environment is a smart business practice?

Research on the benefits of work-life programs in general and flexible work arrangements in particular shows that businesses have much to gain from implementing policies and practices that allow their employees to fit together their work-life puzzles.

The benefits accrue in these areas:

attract and recruit talented employees;

retain committed workers and build loyalty;

engage and motivate them, unleashing their performance;

cut costs; and

improve financial performance.

How improvement in each of these results from flexible, customized work arrangements is described in each of the studies listed here.

Check out this practical, inspirational guide for making the workplace more nimble, trust-based, and profitable. Packed with vivid stories of real people, The Custom-Fit Workplace is an indispensible handbook for managers, workers, and executives who want to break free of outdated, one-size-fits-all ways of working. Thoroughly grounded in research and cutting-edge designs, The Custom-Fit Workplace makes the case for today's workplace to buy-in - or risk falling behind.

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The CustomFit Workplace blog is part of the MomsRising.org Open, Flexible Work blog. It is a place where workers, managers, educators and Human Resources professionals can share their insights and questions. The views expressed in this blogs aren't necessarily representative of the CustomFitWorkplace.org initiative or of MomsRising.org policy positions. Interested in blogging? drop us a line

Thank you to Mom-Mentum for graciously allowing this updated crosspost for National Work and Family Month:

In March of this year, Honolulu filmmaker Kimberlee Bassford and I had our first discussion about the project that would become FAMILY FIRST, a film that will interweave the movement to pass paid family leave with history, pop culture and contemporary portraits of working mothers and fathers in America. Though the issue of national paid family leave is finally gaining traction -- as evidenced by the recent Democratic Presidential debate -- when I first reached out to Kimberlee in May of 2014, this was definitely not the case.

Several companies recently announced new or expanded perks to help the mothers in their ranks: extending maternity leaves, paying to fly a baby and nanny when mom takes a work trip or to ship breast milk back home, offering a mother local work for the first year of her baby’s life, or allowing her to return to work part-time at full pay after maternity leave. This “arms race” of baby-friendly benefits is welcome, if overdue. At the same time, research pertaining to the Millennial generation is yielding particularly intriguing insights for the future of breadwinning and caregiving.

Still, irksome workplace norms and beliefs remain, creating unnecessary stress and high hurdles for mothers. Scholars have been describing and studying different parts of this problem for years. Taken together, their research points to an anti-wish list for mothers.

Combing the latest research, here’s a Labor Day breakdown of eight things moms DON’T need as they — along with their families and partners — strive to achieve work-life balance.